This presentation covers strategic workforce planning and talent management. It includes sections on talent planning, recruitment sources and processes, current vacancies, hiring plans, performance management, employee motivation, talent retention strategies, talent development plans, and talent management reviews. The slides provide templates and guidelines for organizations to develop strategic workforce and talent management processes.

1. Strategic
workforce planning
Your Com pan y N am e
1

2. 2
CONTENT
01. Talent Management Methodology
02. Performance Management
03. Employee Motivation
04. Talent Management Review
05. Talent Management Feedback
06. Succession & Career planning
07. Employee Engagement Process
08. Training & Development
09. KPI Metrics and Dashboard

3. Talent Management Methodology
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Talent Planning
Overview
Recruitment Sources
Recruitment Process
Talent
Planning
Talent
Development
Plan
Current
Vacancies
Hiring Plan by
Department
Recruitment Tracker
Talent
Acquisition
Talent Retention based on
Performance
Employee feedback for
Talent Retention
Talent Retention
Strategies
Retaining
Talent

4. Talent Planning Overview
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Define &
Identify Workforce
o Get an accurate view of current
workforce data
o Identify functional positions/roles
o Add text here
o Add text here
Phase 1 Phase 2
Conduct
Supply Analysis
o Conduct a workload analysis to
understand the work status
o Define the workforce capabilities
o Add text here
o Add text here
Phase 3
Conduct Demand
& Gap Analysis
o Analyse the current state
o Identify the ideal future state
o Determine what gaps exist
o Add text here
Phase 4
Implement
Workforce Planning
o Develop and implement action
plan
o Add text here

5. Recruitment Sources
5
Employment Agencies
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audience's attention.
Internal Searches
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audience's attention.
Campus Placement
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audience's attention.
Voluntary Applicants
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audience's attention.
Employee Referrals
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audience's attention.
Advertisements
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audience's attention.

6. Recruitment Process
6
Understands the Client’s Requirement
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your audience's attention.
Sourcing Candidates
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capture your audience's attention.
First Interview Round
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your audience's attention.
Send for Final Interview
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your audience's attention.
Job Offer
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capture your audience's attention.
Shortlist Candidates
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capture your audience's attention.

7. Current Vacancies
7
Department
Research & Analytics
Job Position
Associate/ Senior Associate
Min. Experience Required
1- 4 years
o Assist in the collection and/ or creation of data sets
o Thoroughly understand the functionality & features of research
databases
o Play a role in the development of innovative data products
Roles & Responsibilities
Text Here

8. Department Current Employee Strength Future Employee Target
Finance 60 63
Marketing 12 85
Operations 56 56
Human Resources 52 63
Strategy 62 26
Department 6 46 52
Department 7 21 52
Department 8 66 66
Department 9 53 56
Department 10 64 89
Hiring Plan by Department
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20202019

9. Oct’18-Dec’18
Recruitment Tracker
9
Process Total Referrals Targeted Sources Other Sources
Applications Received 120 70 40 10
Minimally Qualified 80 60 15 5
Assessments Conducted - - - -
Eligible Candidates - - - -
Interview Invite - - - -
Interview Accepted - - - -
Interviewed - - - -
Interested in Hiring - - - -
Job Offer Extended - - - -
Job Offer Extended - - - -
Reported for Duty - - - -
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Oct’20-Dec’20

10. Talent Development Plan
10
Training Area Module
Delivery Options
Time Classroom E-Learning Blended
Off-the-Shelf
Curriculum
Business
Business Communication 1/2 Days 1 Days 2 Days 1/2 Days 2/3 Days
Presentation Skills 2 Days 5 Days NA 2/3 Days NA
Add Text Here 1 Days 1/2 Days 3 Days 2 Days 3 Days
Add Text Here NA 2/3 Days 4 Days 2 Days
Customer Service
Dealing with Customer 1/2 Days 3 Days NA 3 Days 1/2 Days
Delivering Customer Focused Services NA 4 Days NA 2 Days 3 Days
Add Text Here NA 1/2 Days 1/2 Days NA 2 Days
Add Text Here 4 Days NA 2 Days
Human
Resource Training
Employee Review Training 1/2 Days NA 1/2 Days 2 Days 3 Days
Add Text Here 2/3 Days NA NA NA 2/3Days
Add Text Here 1/2 Days 1/2 Days 2/3 Days 2/3Days NA
Sales
Market research 5 Days 1/2 Days 2 Days NA 1/2 Days
Add Text Here 1/2 Days 2/3 Days 1 Days 1/2 Days NA
Add Text Here 2/3 Days NA 1 Days 2 Days 3 Days
Add Text Here 3 Days 1/2 Days NA 2 Days
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11. Talent Retention Based on Performance
11
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
3. High
2. Medium
1. Low
1. Needs 2. Meets 3. Exceeds
Performance
Retention
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12. Employee Feedback for Talent Retention
12
Very Low Low Moderate High Very High
Satisfaction with current job Text Text Text Text Text
Fair Compensation for work Text Text Text Text Text
Job Security Text Text Text Text Text
Working condition and environment
stability
Text Text Text Text Text
Add text here Text Text Text Text Text
Add text here Text Text Text Text Text
Add text here Text Text Text Text Text
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Company can ask the
employees to fill a
questionnaire to
understand the aspects
related to employee
satisfaction

13. Talent Retention Strategies
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Based on employee
responses received
through the
questionnaire, the
company can decide
regarding the successful
retention strategy
20%
36%
40%
55%
60%
75%
80%
95%
100%
120%
135%
140%
150%
165%
170%
200%
Unsure
Other
Employee Engagement
Excellent Communication
Learning/Growth Opportunities
Excellent Coworkers
Company Culture
Cash Bonuses
Perks
Competitive Benefits Package
Job Security
Flexible Work Measures
Competitive salary
Interesting/Challenging Work
Excellent Management/Supervision
Positive Work Environment

14. Performance Management
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Guidelines for Performance
Planning
Types of Goals/
Priorities
Performance
Planning
Performance
Coaching
Performance
Feedback

15. Guidelines for Performance Planning
15
Skills Guidelines
Feedback
(Met/ Not Met, Not Tested)
Comments
Content Research
o Understands the topic objectives & research plan ( what is required ,
how to find it, do we need to time box the effect)
o Request, pro-activity for additional clarity when required
o Discuss with supervisors regarding content
o Plagiarisms Issues
o Add your guidelines here
Met Add comments here
Quarterly Standards
Accepts responsibility for outcomes (positive or negative) of one’s work;
admits mistakes and refocuses efforts when appropriate
Not Met Add comments hereLevel of dependency on co-workers in terms of tasks given Average number
of tasks in a day
o Add your guidelines here
o Add your guidelines here
Review Meeting Standards
Professionalism
o Uses professional language & refrains from using profanities in the
office environment
o Conduct during review meetings Not tested Add comments here
Team Meetings
o Demonstrates an ability to clearly & concisely explain your thoughts
o Ability to implement changes discussed during review meetings
Time Management
Complete assigned work in allotted delays in advance
Add feedback here Add comments hereInform proactively
o Highlights any anticipated delays in advance
o When free, requests for additional tasks or volunteers to help others
Supervisors Experience
Make all the discussed changes during review
o Showcases good listening skills & accurately captures expectations &
feedback on his/her task
o Add your guidelines here
o Add your guidelines here
Add feedback here Add comments here

16. Types of Goals/ Priorities(1/2)
16
Item P 2 3 4
To have good understanding of organization’s business goals
To understand the steps needed to reach the business goals
To behave consistently with organization’s core values
To have understanding of how your job contributes to the
organization achieving its business goals
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Priority Level. Larger boxes indicate that an item is a higher
priority for increasing engagement.
P Score is OK.
Moderate to low score. Potential problem
area. Take a closer look.
Low score. Problem area. Benchmark reference line.
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17. Types of Goals/ Priorities(2/2)
17
Goal (Objective) Action Steps Responsible Person Measured Due Date
Improve Staff Performance
And Reduce Time Wasted
Looking For Information
Add Your Text Here Jon Smith Manager Add Text Here 12/6
Determine wait times by employee 2/3
Meet with staff to determine best practices 11/25
Add Your Text Here 10/2
Determine any possible training needs 9/11
Train/ inform employees on new standard 05/10
Add Your Text Here 06/1
Add Your Text Here Katie brown Manager Add Text Here 11/4
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/25
Add Your Action Steps Here 2/26
Add Your Action Steps Here 6/20
Add Your Action Steps Here 07/10
Add Your Action Steps Here Jon Smith Manager Add Text Here 10/5
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/24
Add Your Action Steps Here 06/6
Add Your Action Steps Here 3/4
Add Your Action Steps Here 11/29
Add Your Action Steps Here 08/11
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18. Performance Coaching
18
Type of Employee Training Time Allotment Coaching Time Allotment Trainer Proposed Training
New Employee
(First month)
10-20 minutes/ Day 20-30 minute/ Week
Combination of Top Performer
Solid Experienced Performer
o Training on employee’s technical Skill
o Add Text here
o Add Text here
Top Performer 20 minutes/ Week 15 minutes/ Week Manager
o Training on employee’s career goals
o Increasing employee engagement
o Add Text here
o Add Text here
Average Performer 10 minutes/ Week 15 minutes/ Every 3 Weeks
Combination of Top Performer/
Solid Experienced Performer/
Team Leader
o Increasing technical abilities
o Increase the proficiency of
employee’s strength
o Add Text here
o Add Text here
Under Performer Depends on situation Depends on situation Manager/ Others
o Delegate the development
responsibilities
o Add Text here
o Add Text here
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19. Performance Feedback (1/2)
19
What has the employee learned this week/month?
What progress has the employee made towards his or her goals this week/month?
What progress has the employee made in terms of his or her development plan
this week/month?
List some of the frustrations or challenges the employee mentions.
List items that the employee shares where he or she could use help.
Did the employee express any interest in future roles or positions?
Actions given to employee for next one-on-one:
Actions you took for next one-on-one:
Post-meeting notes and comments for next one on one:
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Pre One on One Notes
List at Least 3 questions to ask the employee
to ensure an effective coaching session
Topic Checklist
1. Your Text Here Goals ○
Development ○
2. Your Text Here Concerns ○
Help Needed ○
3. Your Text Here Further Interests ○
Action ○
During the One-on-One
What project is the employee working on?
What challenges has employee encountered this/ month?

20. Performance Feedback (2/2)
20
Team Member Date
Department Time
Personal/ Notes (Spouse, Children, Pets, Hobbies, Friends, History, etc.)
Team Member Updated/ Notes
Manger Update/ Notes
Future
Is there anything I need do, & if so by when? Tell me about what you’ve been working on.
How are you going to approach this? Tell me about your – what’s it been like?
What do you think you should do? Tell me about your family/ weekend/ activities?
So, you’re going do “X” by Tuesday, right? Where are you on ( ) project?
How do you think we can do this better? Are you on track to meet the deadline?
What are your future goals in this area? What questions do you have about the project?
What are your plans to get there? What areas are ahead of schedule?
What can you/ we do differently next time? What are you on budget?
Any ideas/ suggestions/ improvements? What did ( ) say about this?
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21. Employee Motivation
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Action Plan of
Employee
Motivation
Employee
Motivational
Factors

22. Employee Motivational Factors
22
Praise
from Manager
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Employees
are Motivated by Increase in Pay
53%
Attention from Leaders
64%
Opportunities to lead
63%
Stock/ Option
42%
Cash Bonus
62%
Text Here
35%
90%

23. Action Plan for Employee Motivation
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Acquire Reward System
o Point-based recognition
o Incentivize knowledge sharing
o Add text here
Bond Culture
o Value collaboration and Team work
o Cultivating a successful
mentor/mentee relationship
o Add text here
Comprehend Job Design o Add text here
Defend
Performance - Management &
Resource - Allocation Processes
o Enable managers to reinforce key
behaviours
o Emphasize their fairness
o Add text here
DRIVE PRIMARY LEVER ACTIONS

24. Talent Management Review
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Evaluate
Performance
& Goals
Employee
Performance
Specify
Successes &
Failures

25. Evaluate Performance and Goals
25
Goal
Tactical
Steps
(how)
Responsible
Person (who)
Measured by
Due Date
(when)
Status
Professional
Development
Create checklist Nair Smith Completion by due date 10-oct-18 Completed
Perform quarterly audit Nair Smith Completion by due date 24-nov-18 Need improvement
Create complaint
document
Nair Smith Completion by due date 08-dec-18 In Process
Submit audit report Nair Smith Completion by due date 01-dec-19 Not started
Goal 2 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Goal 3 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Goal 4 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
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26. Specify Successes & Failures
26
20%
90%
80%
30%
70%
40%
70%
50%
Task 2 Task 3 Task 4Task1
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Success Rate Failure Rate

27. Evaluate Performance 1/3
27
Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Ratings Excellent =5 Good = 4 Satisfactory = 3 Fair =2 Poor = 1
Job knowledge Text Here Text Here Text Here Text Here Text Here
Work quality Text Here Text Here Text Here Text Here Text Here
Attendance/punctuality Text Here Text Here Text Here Text Here Text Here
Initiative Text Here Text Here Text Here Text Here Text Here
Communication/listening skills Text Here Text Here Text Here Text Here Text Here
Creativity Text Here Text Here Text Here Text Here Text Here
Punctuality Text Here Text Here Text Here Text Here Text Here
Overall Rating
Text Here
Reviewers Comments
Text Here
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28. Evaluate Performance 2/3
28
Employee Info
Employee Name Department
Employee ID Reviewer Name
Behaviors
Quality Unsatisfactory Satisfactory Good Excellent
Work to full potential
Quality of work
Work consistency
Communication
Takes initiative
Strengths / Training needs
Text here
Goals
Text here
Comments and approval
Text here
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29. Evaluate Performance 3/3
29
Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Current Responsibilities Performance Assessment Comments And Approval
Job description Evaluate performance and achieved goals Provide Any additional feedback
Text Here Text Here
Text Here Area of excellence within performance Text here
Text Here Text Here
Text Here Area of improvement Text here
Text Here Text Here
Text Here Future goals with set expectations Text here
Text Here Text Here
Employee Signature Reviewer Signature
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30. Talent Management Feedback
30This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Employee’s
Self
Assessment
360 Degree
Feedback
Manager
Feedback’s
Comment

31. Employee Self Assessment 1/2
31
How will you accomplish these goals
Your Text Here
Your Text Here
Your Text Here
What are your goals for the next evaluation period
Your Text Here
Your Text Here
Your Text Here
What didn’t you accomplish that you had planned on accomplishing. Why
Your Text Here
Your Text Here
Your Text Here
How do these accomplishments relate to your key responsibilities & goals for you &
your unit/ department
Your Text Here
Your Text Here
Your Text Here
Your Text Here
What were your most significant work- related accomplishments (Include projects, assignments,
new skills or knowledge gained)
Your Text Here
Your Text Here
Your Text Here
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32. Employee Self Assessment 2/2
32
Employee Name Supervisor Name
Provide to your supervisor by :_________
*Rating Core Responsibilities – Comments on Results Achieved
o Extraordinary Contributor Performance Management (Complete if you supervise & evaluate others)
o Contributor Your Text Here
o Below Contributor Your Text Here
o Extraordinary Contributor Your Text Here
o Contributor Your Text Here
o Below Contributor Your Text Here
o Extraordinary Contributor Your Text Here
o Contributor Your Text Here
o Below Contributor Your Text Here
o Extraordinary Contributor Your Text Here
o Contributor Your Text Here
o Below Contributor Your Text Here
o Extraordinary Contributor Your Text Here
o Contributor Your Text Here
o Below Contributor Your Text Here
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33. 360 Degree Feedback- Employees
33
Strong
Agree
Agree Disagree
Strongly
Disagree
Not Applicable
Sets high standards for quality
of work output
Ensures work is error-free before
submitting
Helps others improve the quality
of their work
Communicates well orally &
inwriting from
Displays good listening skills
Shares information Freely
with others
For Evaluating Employees
Quality of Work
Communication

34. 360 Degree Feedback- Managers
34
A B C D E
Demonstrates an interest in training & upgrading others
Demonstrates ani interest in training & upgrading self
Gives complete & proper instructions when delegating work
Effectively follows - through & meets deadlines
Effectively delegates
Supervises others well
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
For Evaluating Managers

35. Manager’s Feedback
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Current Responsibilities
Attach job description, noting any significant changes
Your Text here
Your Text here
Performance Assessment
Evaluate performance & achieved goals
Discuss areas of excellence within performance
Discuss areas of improvement
Develop future goals with set expectations
Comments & Approval
Provide any additional feedback
Your Text here
Your Text here
Your Text here

36. Succession & Career Planning
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Overcoming Roadblocks
in Succession &
Career Planning
Evaluate, Monitor,
and Observe
Development of
Succession &
Career Plan
Identify the Critical
Position

37. Identify the Critical Position
37
Succession Planning
Business-Critical
Position1
Head of Sales
Ready now 1-2 years > 2 years (year estimated)
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Position2
Head of Operations
Ready now 1-2 years > 2 years (year estimated)
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Position3
Head of R&D
Ready now 1-2 years > 2 years (year estimated)
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38. Development of Succession and Career Plan
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Business Focus
Text Here
Text Here
Text Here
Skill development
by leader
Operational
Efficiency
Business Process
Efficiency
CEO & other senior
leader replacement
SM Focus
Text Here
Talent Mobility &
Upgrading
50%
Succession Plaining
& Management
48%
Executive/ Sr. Leader
Replacement Plaining
35%
Individual
Development Planning
20%

39. Evaluate, Monitor, & Observe
39
Succession
Planning Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec
Task 1 Ongoing DD-MM-YY
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Add text here DD-MM-YY
Task 5 Add text here DD-MM-YY
Task 6 Add text here DD-MM-YY
Task 7 Add text here DD-MM-YY
Task 8 Add text here DD-MM-YY
Task 9 Add text here DD-MM-YY
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
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40. Roadblocks to Succession and Career Planning
40This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Lack of top management involvement in
shaping the talent management strategy
Lack of a Talent Assessment Database
Organization don’t encourage the sharing
of resources
Lack of top management support
Specify the obstacle in
the pathway of
succession planning, in
percentage

41. Overcoming Roadblocks in Succession and Career Planning
41
Prioritize Goals/
Solutions
Action Items
Which barrier will
prevent your success?
What can you do to reduce
this barrier?
What are your start & end
dates for reducing the
barrier?
Who can help you reduce
this barrier?
What will be evidence of
completion?
How will you measure
success for this goal?
Priority
Process for employee
identification
Streamline Frequency
& Duration of
interventions
Common tool for
program monitoring
Other
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42. Employee Engagement Process
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Employee
Engagement Model
Employee
Engagement
Initiative
Employee
Engagement Action
Planning

43. Company Initiative towards Employee Engagement
43
0%
20%
40%
60%
80%
100%
Add Text
Here
Add Text
Here
Add Text
Here
Add Text
Here
Add Text
Here
Performance
Riviews
Skill Training Recognition
Program
Team
Building
Feedback
Program
55%
51%
75%
80%
62%
40%
35%
25%
10%
90%
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

44. Employee Engagement Model
44This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Compensation
• Pay
• Benefits
• Recognition
People
o Leadership
o Manager
o Customer
o Co-workers
o People focus
Work
o Sense of accomplishment
o Work tasks
o Resources
o Work processes
Opportunities
o Career opportunities
o Learning & development
Quality of Life
o People/HR practices
o Managing performance
o Brand
o Company reputation
Procedures
o People/HR practices
o Managing
performance
o Brand
o Company reputation
Engagement

45. Employee Engagement Action Planning
45
Areas for
Improvement
Problem
Definition (finding
out root causes)
Proposed
Solutions
Success Measures Owner(s)
Estimated
Timelines
› Staff has indicated in the
survey that they do not
have adequate training
opportunities
› Supervisors did not release
staff from work or asked
staff to postpone training
› Supervisors to be held
accountable if staff are
meeting required training
hours
› Exemption from training
must be accompanied by
strong reasons as money is
wasted if staff fail to show
up
› 90% of staff achieve 100
hours training by year end
› Les than 5% no shows in
signed up training
› HR to brief Heads
› Heads to brief all
supervisors
› Supervisors to brief all staff
› Jamie (from HR) to compile
no shows in training
› HR to brief Heads by 1st
week of Sent 2017
› Heads to brief all
Supervisor by 3rd week of
spend 2017
› Supervisors to brief all staff
by 1st week of Oct 2017
› Half yearly training
attendance to be submitted
to be submitted in July &
Dec
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46. Training & Development
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Training
Schedule
On/Off Job
Training Plan
Training
Roadmap

47. Training Roadmap
47
Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7
Training
Kickoff
Admin
Training
Start pilot
with partner
Initial
Checkpoint
Certification
Guide Complete
Begin high priority
course content
Your Text
Here
Course Syllabi
Complete
Complete high
priority courses
Business case
complete
Purchase
LMS
Complete
all courses
Develop
rollout strategy
Your
Text Here
Fully implemented
Training &
Certification Program
Partner engagement
Design Build Rollout
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48. Training Schedule
48
Name
2020
Jan Feb Mar Apr May Jun Jul Aug
Upward Airlines Corporate
› Create new Employee Training
o Hire consultants
o Survey a sample of employees
o Compare results
› Test new curriculum with some employees
o Form test group
o Test #1
o Test #2
› Write curriculum
› Evaluate results of sample group and make
› Rollout new training
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49. On/Off Job Training Plan 1/2
49
Job Title: Hours/ Week:
Job Description:
Required job skills for occupation:
Starting capability:
Date Measured
Job skill needed
• Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill needed
• Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill needed
• Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill needed
• Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill needed
• Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
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50. On/Off Job Training Plan 2/2
50
Skills to be Learned Estimated Training Hours
End Capability
Date Measured
Skill to be learned
• Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Skill to be learned
• Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Skill to be learned
• Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Skill to be learned
• Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Skill to be learned
• Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
List Supplies & Tools needs for Training:

51. 51
KPI Metrics and
Dashboard

52. 2015 2016 2017 2018 2019 2020
Absenteeism Over the last
5 years
Series 1 Series 2
Talent Management Dashboard 1/2
52
Avg Yearly Absenteeism
Training Costs
50
70
50
40
30
50
0%
50%
100%
2015 2016 2017 2018 2019 2020
Yearly Avg Overtime Hours
(Per Employee)
15
30
20
17
11
8
<15 16-25 26-35 36-45 46-55 56-65
Hours
Avg Overtime by Age Group
25
12
5 51
65
HR Sale Marketing IT Customer
Service
OLE by Department
40
70
60
55
40
65
0%
50%
100%
2015 2016 2017 2018 2019 2020
OLE Over the Last 5 Years
30
50
40
70
1 2
Return
2-Year Occupation
25
12
53
30
15
60
1 2 3
Net cost
3-Year Occupation
7.5 Days
Avg overtime per Work2.5 Hours
50
100
0
Avg Absenteeism Rate
Target < 50%
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Overall Labor Effectiveness (OLD)
Training Costs by Training Years & Duration of Training

53. Talent Management Dashboard 2/2
53
Staffing Trends
10
8
9
6
5
4
6
7
4
6
10
9
2
6
10
14
18
Q1 2015 Q2 2016 Q3 2017 Q4 2018 Q1 2019 Q2 2020
Hire Terminate
Headcount Flow
-4.2%
50
35
30
20
15
20
15 13
10 8
0
20
40
60
Q3 2016 Q4 2017 Q1 2018 Q2 2019 Q3 2020
Voluntary Involuntary
Turnover Rate
25%
49%
56%
80%
90%
96%
0% 20% 40% 60% 80% 100%
Administration
Operations
Finance
Human Resources
Sales
Marketing
Headcount
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475 Out250 In

54. Talent Management KPI 1/2
54
KPIs Target Segment
Retention rate 84% of employees retained for 3 years Mentees who complete a partnership
Employee engagement rate 20% increase in 2 years Mentees who complete a partnership
Internal hires 41% increase in 3 years Mentees who complete a partnership
Participation rate in program 52% Eligible employees informed about program
Partnership completion rate 95% Mentees who get matched

55. Talent Management KPI 2/2
55
KPI
Strong
Leadership
All others Relative Difference
Effectively communicates with
employees
2.36 4.22 53%
Well understood vision,
mission & strategy
2.33 2.20 65%
Ease of getting things done 3.63 5.52 56%
Innovation-focused 6.63 5.3 23%
Confidence in PS leadership 6.22 6.5 51%
Embraces change: Nimble & flexible 6.23 1.63 52%
Goals and measurement alignment 3.63 5.5 89%
Employees have confidence in
P50's future
1.32 6.4 21%

56. Strategic Workforce Planning Icons Slide
56

57. Additional Slides
57

58. 50
30
50
55
60
40
70
75
0
10
20
30
40
50
60
70
80
90
100
FY 16 FY 18 FY 19 FY 20
SalesInMillionBar Graph
58This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Years
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changes automatically based on data. Just
left click on it and select “Edit Data”.
Product 01
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changes automatically based on data.
Just left click on it and select “Edit Data”.
Product 02

59. Our
Mission
59
Vision
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Goal
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Mission
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60. Timeline
60
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2014
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2015
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2016
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2017
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2020
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2019
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2018

61. 61
About Us
Preferred by Many
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Value Client
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Target Audience
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62. 62
Our
Team
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Designation
Name Here
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Designation
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Designation
Name Here

63. Financial
63
15%
60%
25%
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Maximum
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Minimum
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Medium

64. Thank You
64
Contact Number
0123456789
Email Address
emailaddress123@gmail.com
Address
# street number, city, state